Last week to participate in the 2014 ASPR Benchmarking Survey

This is the last week to participate intheASPR Benchmarking Survey. The survey closes March 31. We’re hoping that you are all able to participate this year to gain access to valuable industry data.

This year, we will be unveiling a new Benchmarking Portal with improved search capabilities and a compensation calculator that can provide a compensation value specific to an individual based on a few parameters such as years of experience, title, etc. These are really exciting tools that you will have free access to if you participate in the survey.

If you haven’t entered your data yet, there is an easy way to upload it from other databases using the import wizard or you can directly enter your search information into the survey. We are collecting financial data on a departmental basis this year versus on a per search basis as was done in the past, which should make things easier for you.

This is the ONLY survey out there collecting data exclusively from In-House Physician Recruitment Professionals. There is typically data collected on close to 5,000 searches and excellent recruiter profile and HR validated compensation data. Remember - the more organizations that participate, the more valuable the results!

Last call for 2014 ASPR Board of Directors nominations

The ASPR Board of Directors call for nominations closes April 1!

This year we will elect the Secretary and two Members at Large.The Members at Large positions up for election are the Vice President of Engagement and the Vice President of Governance. The terms for these positions will begin in August 2014 and end in May 2016. The reason for the term ending in May 2016 is due to the transition of the ASPR Annual Conference from August to May. The official transition of Board Members occurs at the ASPR Annual Business Meeting, which is held at the Annual Conference.

General Eligibility Requirements

In order to be eligible for nomination and election to the ASPR Board, candidates must be ASPR members in good standing for a minimum of one year prior to the election. Candidates must also be current active members on at least one ASPR Committee for at least 12 months prior to the Call for Nominations. Active committee participation is defined as attending 75 percent of the committee meetings (a waiver may be granted in recognition of contributions made outside of committee meetings for those that may not meet the 75 percent requirement). Board Members must be willing and able to travel to leadership meetings and the Annual Conference (expenses reimbursed), attend monthly Board Meetings via phone, and carry out the duties and responsibilities delineated in the official job description.

Additional position specific eligibility criteria must also be met due to the newly defined roles and responsibilities that resulted from the recent governance restructure:

SecretaryRequired:

ASPR member for a minimum of three years

Preferred:

Familiarity with Roberts Rules of Order

Experience dealing with ethics complaints and resolution

Fellowship certification

Demonstrated leadership experience

Served as a Board member or Committee Chair of ASPR or one of its Chapters

Vice President – EngagementRequired:

ASPR member for a minimum of three years

Experience leading marketing and branding initiatives

Preferred:

Knowledge of social media and other electronic communication platforms

To submit a nomination, please complete the Nomination Form online. All nominations are due by 5 p.m. CST April 1, 2014. You may nominate yourself or another eligible member of ASPR. Before nominating someone else, please make sure that he or she meets the general and position specific eligibility criteria and is agreeable to serving if elected.

JASPR Feature: Interview team development: The recruiter’s role

Most experienced recruiters would agree that managing the physician interview process is challenging. Beyond all of the site visit details, there is a critical need to engage, develop and support members of the interview team. Without a clear strategy and process, the organization stands to lose physician talent in today’s highly competitive market.

Most physicians have had limited formal training on how to conduct an interview that is intentionally designed to assess skills, knowledge, competencies and cultural fit. Without a clearly defined purpose and process, there is a natural tendency to conduct a "social” interview that often focuses on commonalities related to training, colleagues and personal interests. Not only is this interviewing style inefficient, it’s a missed opportunity to assess the candidate’s strengths and abilities that are critical for the success of the team and organization.

Although most physicians welcome the opportunity to participate on the interviewing team, time constraints and competing priorities will always be an issue. With this in mind, the goal of training is to provide the team with tools and materials that are clear and concise. Essential materials should include:

Objectives and goals of the opportunity.

Organizational or service line goals.

A profile and attributes of the "ideal” candidate.

EEO guidelines for interviewing.

Customized fact-based and behavioral questions.

Candidate evaluation mechanism.

While it would be ideal to have all members of the interview team participate in training as a whole, it’s often unrealistic. The ability to be flexible and adapt the delivery approach is key. Training sometimes works best during a quick lunch or over the phone, and is often most effective when done one-on-one with each team member.

It’s important to provide the team with a guide and specific questions that will assure consistency and reduce subjectivity in the decision making process. The guide should outline the competencies or skill being assessed (teamwork, communication, problem-solving, etc.), accompanied by several behavioral-based questions for each category. In addition to the list of competencies and sample questions, it is helpful to include an area for the interviewer to take notes and a system that rates the candidate along a continuum.

The recruiter can play a pivotal role to support the interviewing team on ways to conduct an interview that is goal-focused and purposeful. This upfront investment helps to assure a successful physician selection process.

Webinar tomorrow: Coaching for successful interviews

Register today for this FREE webinar March 26 at 1 p.m. EST. Can’t make it? View it later on demand!

Sponsored by: Have you ever had someone at your organization ask an inappropriate or even illegal question during a physician interview? Does your interview team ask the same questions over and over boring your candidates and requiring them to repeat themselves? Do they understand what questions will best elicit needed information from your candidates?

A successful physician interview requires the concerted efforts of many players. Everyone involved must know their part and how they fit into the big picture. Pregame planning is a necessity. This session will review interviewing techniques that you and others in your organization may use resulting in successful interviews for both you and your candidates.

Learning Objectives:

Understand how to utilize behavioral interviewing

Learn what questions are illegal

Obtain tips on developing a seamless interview without repetition of questions

Learn how to coach interviewers on best interviewing techniques

Member profile: Lisa VanNatten

Lisa is the Director of Physician Search at Champlain Valley Physicians Hospital Medical Center (CVPH). She has been with the organization for the past 14 years. In her role, Lisa primarily recruits for hospital employed positions, but will occasionally work with a private practice to fill an opportunity. CVPH is launching a family residency program, so Lisa is now venturing into the world of academic recruiting. Lisa also has responsibility for advanced practice provider recruitment, visa/Green card coordination and locum tenens staffing.

When asked about her work, Lisa says "I truly enjoy the social aspect of this position. In the matter of a day, I can talk with physicians from anywhere in the United States, a recruiter on the other side of New York, and with one of our local realtors. It is also very rewarding to see the recruitment process come full circle when a physician family relocates from across the country to Plattsburgh and calls it home.” Lisa loves most parts of her job but admits it can be challenging to deal with locum tenens staffing, ambiguous position descriptions and the ever-changing health care environment.

Lisa was one of the founding members of her regional group - Upstate New York Physician Recruiters (UNYPR) and is still very active with the group. She is the current Secretary and also serves on its marketing committee. Lisa enjoys the networking opportunities she has within ASPR, as well as the online resource library, webinars and conferences. Lisa was one of the first members to achieve Fellowship Certification and was recognized at the annual conference in August 2010. She recommends other members take advantage of this educational opportunity. "The certification process is an excellent return on investment for our members. I am proud to have accomplished this certification.”

Lisa was originally born in Plattsburgh, ironically at CVPH Medical Center. She grew up in Champlain and later called Albany home for many years. As life would have it, Lisa ended up back in Plattsburgh in 2000 after her former employer closed. She and her husband John, along with their three sons, now call Plattsburgh home. In her spare time, Lisa enjoys dancing, singing, Zumba-ing, kayaking, hiking, traveling or skiing (something she only recently learned how to do).

Lisa’s sage advice for new recruiters is to "Always admit your mistakes, it is easier than holding your breath. You also get to the answer more readily.”